UNSW myCareer Implementation

Phase one for the myCareer implementation will launch in March 2017, and continues through until December 2017. It might be helpful to think of 2017 as a transition year, where implementation will be customised for each Faculty and Division, with different areas adopting the new myCareer process at different times. By 2018, the myCareer process will happen consistently, with the same forms and timing across UNSW (Phase two).

To help you understand myCareer and how it applies in your role and area, the People and Culture team will be partnering with all faculties and divisions to provide training and development opportunities throughout 2017. Please contact your local HR representative to find out what is happening in your area.

The myCareer Process

Quality conversations so you can be your best

To focus on having quality conversations, we have kept the process very simple. The colourful myCareer wheel sets out the different stages in the myCareer process, with a different colour for each phase. The wheel itself symbolises the cyclical nature of setting goals, making progress, giving and receiving feedback, reviewing achievements and then starting the process again. It features on this website, and in other myCareer resources.

All UNSW employees and managers will be using myCareer to enhance and review performance. Resources, tools, information and training have been designed to target both employees and conversation leaders. To find out more about each stage on the myCareer wheel, simply select your role in the conversation (either as an Employee1 or Conversation Leader2), and then click on the relevant icon for more information.

1An employee refers to anyone who may be participating in the career conversation, when the focus of the conversation is on them.
2A conversation leader is an employee’s manager / supervisor, or this responsibility can be delegated to others in senior roles e.g. Associate Deans, Professors, Project or Program Leaders.
Employee
 

Expectations and Divisional / Faculty Plans - Employee

How does the new approach to goal development affect me?

Goal setting is complex. The requirements of UNSW need to be taken into account as well as each Faculty / Division's plans, and the aspirations of each individual employee. Goals in faculty and divisional plans provide overall direction, and each Faculty / Division will decide how expectations and goals will be cascaded and shared.

Guidance is also provided by each employee’s Position Description and the UNSW Expectations Frameworks (Academic, Professional, Behavioural & Safety). Within the frameworks, expectations can be selected that are appropriate to the Faculty / Division and the employee’s personal goals. This ensures goals are relevant to the 2025 Strategy, and provides an opportunity for employees to drive their own career development.


 
year-ahead

Year Ahead

Feb - Apr

What do I need to know for my ‘Year Ahead’ conversation? How can I make it a success? What preparation do I need to do? What are the key areas I can expect to be discussed?

 
mid-yr

Mid Year

Jan - Dec

What do I need to know for my ‘Mid-year’ conversation? How can I gain the most value from it? What preparation do I need to do? What are the types of feedback can I expect to be discussed?

 
self-ass

Self Assessment

Nov - Jan

What do I need to know about the self-assessment phase? Where do I get information from about my performance? What are the key areas I should cover? How can I prepare for the ‘End of Year’ conversation? 

 
end-yr

End of Year

Feb - Apr

What do I need to know about the ‘End of Year’ phase? How can I prepare for the End of Year conversation? What can I expect from my conversation leader? 


 
Conversation Leaders
 

Expectations and Divisional / Faculty Plans - Conversation Leaders

How does the new approach to goal development affect me?

Goal setting is complex. The requirements of UNSW need to be taken into account as well as each Faculty / Division's plans, and the aspirations of each individual employee. Goals in faculty and divisional plans provide overall direction, and each Faculty / Division will decide how expectations and goals will be cascaded and shared.

Guidance is also provided by each employee’s Position Description and the UNSW Expectations Frameworks (Academic, Professional, Behavioural & Safety). Within the frameworks, expectations can be selected that are appropriate to the Faculty / Division and the employee’s personal goals. This ensures goals are relevant to the 2025 Strategy, and provides an opportunity for employees to drive their own career development.


year-ahead

Year Ahead

Feb - Apr

What do I need to know as a Conversation Leader? How can I set up the ‘Year Ahead’ (use different colour for year ahead so it stands out) conversation for success? What preparation is required? What are the key areas to cover?

 
mid-yr

Mid Year

Jan - Dec

What do I need to know as a conversation leader? How can I set up the ‘Mid-year’ conversation to add value? What preparation is required? What are the key areas to cover to keep performance on track?

 
self-ass

Self Assessment

Nov - Jan

What do I need to know as a conversation leader going into the ‘End of Year’ conversation? What preparation is required from employees or myself? How can I support employees to maximise the learning experience?

 
end-yr

End of Year

Feb - Apr

What do I need to know as a conversation leader going into the ‘End of Year’ conversation? What preparation is required? How can I set the conversation up for success?


 

Explectations and Faculty/Functional Plans

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year-ahead

Year Ahead

Feb - Apr

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mid-yr

Mid Year

Jan - Dec

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self-ass

Self Assessment

Nov - Jan

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end-yr

End of Year

Feb - Apr

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